200 Faculty/Academics

Persons whose primary assignments are for the purpose of conducting instruction, research, and/or public service, and who hold academic rank titles. All are FLSA Exempt.

Include those with faculty rank, as long as the individual’s ACADEMIC (teaching, research, non-administrative) responsibilities represent more than 50% of full-time effort. Include those with campus titles such as Asst/Assoc Dean, Asst/Assoc Dept Chair, Asst/Assoc Project Director, etc., if administrative duties represent less than ½ time.

300 Other Administrative Professionals

Persons whose primary assignments involve professional and administrative activities within a customarily-recognized division or department of the institution, and who are subordinate to individuals in Category 100 (Executive Administrators). All are FLSA Exempt.

These positions are reported with Other Professionals (Category 400) for IPEDS reporting purposes: While they may hold an administrative title, they meet the IPEDS definition of a professional (perhaps are even a “solo expert” with an area of specialized content expertise), with a primary purpose of supporting academic service, student service, or other institutional support activities at the professional level.

3A Administrative Unit Heads

3B Managers

3C Administrative Associates

3D Managers in Professional Fields -New

400 Other Professionals

Persons whose primary assignments involve performing professional-level work in such areas as academic and student services, health professions, fiscal affairs, human resources, and information services. Requires at least a baccalaureate degree in the field, or equivalent, and may require a terminal degree or licensure. All are FLSA Exempt

500 Clerical/Secretarial

Persons whose primary assignments are associated with office clerical, secretarial, or office/departmental support activities. Includes first-line managers of such employees. Supervisors (5A) are FLSA-Exempt; all others are non-exempt.

5A Clerical Supervisors

5B Clerical Assistants

600 Technical/Paraprofessional/Professional

Persons whose primary assignments required specialized technical knowledge in the field, as typically acquired through apprenticeship, academic training such as a 2-year degree or certificate, or the equivalent. All are FLSA non-exempt.

700 Skilled Crafts

Persons whose primary assignments require specialized manual skills typically acquired through apprenticeship, formal training programs, or on-the-job training. Includes the lead workers, foremen, and supervisors of such employees. Supervisors (7A) are FLSA-Exempt; all others are non-exempt.

7A Skilled Craft First Line Supervisor

7B Skilled Craftsperson

800 Service/Maintenance

Persons whose primary responsibilities involve supporting the comfort, convenience, hygiene, of institutional students, employees, patients, visitors, or other constituents. Typically requires no more than high school or limited post-high-school training and experience. Includes the lead workers, foremen, and supervisors of such employees. Supervisors (8A) are FLSA-Exempt; all others are non-exempt.

1C Department Heads, Chairs, & Directors

Include those with faculty rank, as long as the individual’s ADMINISTRATIVE, non-teaching responsibilities represent at least 50% of full-time effort.

Include campus titles such as Director, School of Music; Chair, Biology Department; Registrar (AD); Treasurer; Chief of Police, etc., if the position is equivalent to, and meets the definition of, a department head or director.

2B Professionals with Academic Rank

Those individuals that may be afforded academic status by tradition or by virtue of their institutional roles. Some institutions treat such positions – such as librarians, registrars, researchers, or counselors (typically with terminal degrees) – as faculty-equivalent. Other institutions may appoint such positions as non-academic professionals (if the latter, they are categorized in the 400 series).

6F Facilities Paraprofessional/Professional

9C Limited Term

Unlike regular positions, which are ongoing positions with no defined or determined ending, Limited Term positions are created or budgeted for some defined period that is expected to be at least 6 months, but that is not expected to continue indefinitely.

Typical examples are positions that are created or funded through grants or sponsored projects, where the life cycle of the grant may be one to three years.

Other examples are positions only for a limited period due to a special campus project or need. Limited Term positions of at least 50% FTE are benefits-eligible, and must be posted/advertised just like a regular position. Positions expected to exist for more than 3 years should be established as regular positions.

9D Temporary Positions

Temporary positions may be filled for up to 6 months, and may be full- or part-time. Temporary positions are not benefits-eligible, regardless of FTE. Departments may seek an extension of a Temporary appointment for up to six additional months (12 consecutive months total). However, under BOR Policy, once the individual has worked for the institution for 12 consecutive months, the employment relationship must end. The individual may not be rehired as a Temp in the same institution unless there has been a break in service of at least 30 calendar days.

9E Occasional

Occasional positions are similar to temporary positions. An individual with an “occasional” appointment works sporadically, but might work on a recurring basis, as needed, over a period longer than 6 months. Examples might include an individual who works in the Admissions Office during every peak registration period, or a stagehand who builds sets for performances a few times per year. These individuals may work full- or part-time for brief periods, but their total FTE over the course of a year should not exceed 49% of the time. Occasional positions are not benefits-eligible.

9F Retirees & Other Affiliates

Positions in this series are status designations used for tracking purposes through payroll. Use these for individuals not paid by your institution, but who need to appear in your payroll/personnel system for tracking purposes.

Include those with faculty rank, as long as the individual's ADMINISTRATIVE, non-teaching responsibilities represent at least 50% of full-time effort.

Include campus titles such as Vice President, Vice Provost, and Asst/Assoc VP, if the position is equivalent to, and meets the definition of, a chief functional officer.

1C Department Heads, Chairs, & Directors

Both academic and administrative positions, as long as they:

Report to an individual in 1A or 1B, AND

Direct a customarily-recognized department, AND

Direct the work of other professional employees

Include those with faculty rank, as long as the individual's ADMINISTRATIVE, non-teaching responsibilities represent at least 50% of full-time effort.

Include campus titles such as Director, School of Music; Chair, Biology Department; Registrar (AD); Treasurer; Chief of Police, etc., if the position is equivalent to, and meets the definition of, a department head or director.

2B Professionals with Academic Rank

Those individuals that may be afforded academic status by tradition or by virtue of their institutional roles. Some institutions treat such positions – such as librarians, registrars, researchers, or counselors (typically with terminal degrees) – as faculty-equivalent. Other institutions may appoint such positions as non-academic professionals (if the latter, they are categorized in the 400 series).

4K Agriculture/Forestry/Marine/Aeronautics Professionals

Includes individuals who work in such areas as agriculture, animal care, forestry, marine, and aeronautics fields.

6F Facilities Paraprofessional/Professional

Includes individuals who work in such areas as agriculture, animal care, forestry, marine, and aeronautics fields.

9C Limited Term

Unlike regular positions, which are ongoing positions with no defined or determined ending, Limited Term positions are created or budgeted for some defined period that is expected to be at least 6 months, but that is not expected to continue indefinitely.

Typical examples are positions that are created or funded through grants or sponsored projects, where the life cycle of the grant may be one to three years.

Other examples are positions only for a limited period due to a special campus project or need. Limited Term positions of at least 50% FTE are benefits-eligible, and must be posted/advertised just like a regular position. Positions expected to exist for more than 3 years should be established as regular positions.

9D Temporary Positons

Temporary positions may be filled for up to 6 months, and may be full- or part-time. Temporary positions are not benefits-eligible, regardless of FTE. Departments may seek an extension of a Temporary appointment for up to six additional months (12 consecutive months total). However, under BOR Policy, once the individual has worked for the institution for 12 consecutive months, the employment relationship must end. The individual may not be rehired as a Temp in the same institution unless there has been a break in service of at least 30 calendar days.

9E Occasional

Occasional positions are similar to temporary positions. An individual with an "occasional" appointment works sporadically, but might work on a recurring basis, as needed, over a period longer than 6 months. Examples might include an individual who works in the Admissions Office during every peak registration period, or a stagehand who builds sets for performances a few times per year. These individuals may work full- or part-time for brief periods, but their total FTE over the course of a year should not exceed 49% of the time. Occasional positions are not benefits-eligible.

9F Retirees & Other Affiliates

Positions in this series are status designations used for tracking purposes through payroll. Use these for individuals not paid by your institution, but who need to appear in your payroll/personnel system for tracking purposes.